Extra leave and flexible work: How Czechia's Labor Code changes will benefit you

At the start of this month, sweeping changes to the country’s Labor Code came into force, which—above all—aim to bring Czechia closer in line with Western European labor market models.

The changes are vital for expats to know and understand: they affect core work-related aspects like notice periods, flexible working, compensation, and parental leave. In short, you’ll almost definitely see the way you work shift due to the new Labor Code.

These amendments will benefit and improve your work in several ways, from extra days of leave for special occasions to being paid in a foreign currency. 

Here’s what’s changing for those on a standard or traditional work contract (hlavní pracovní poměr, or HPP)—if you’re on a flexible work contract—such as a DPP or DPČ—these changes may be incorporated at an employer’s discretion, but are not legally binding. Freelancer working conditions, however, improved in a major reform last year: read our guide here.

Under the new changes, parents can keep working under separate contracts—ideal for staying active and earning while raising a child. Previously, employees couldn’t perform the same work for their employer during parental leave.

Here’s another benefit for parents. Only maternity leave guaranteed the same position previously. Now, returning parents (before the child’s second birthday) can reclaim their exact job and location—offering stability for expat families navigating Czech childcare systems.

No specific compensation was guaranteed before for health-based resignations from a job. Now, if you leave due to long-term incapacity or an occupational illness, you’ll receive 12 months' salary—providing vital financial relief while recovering or planning next steps.

Before June, unemployment benefits began at 65 percent of a person’s average net earnings and dropped to 45 percent. Now, they start at 80 percent, but drop faster. This gives a stronger early cushion and is good for foreign workers who may need initial resources to get back on their feet. This will come into force in January 2026.

Only remote workers could arrange their own shifts previously. Now, on-site foreign employees can also negotiate flexible hours—perfect for managing time zones, family abroad, or personal needs. However, there needs to be written agreement between employer and employee—and the employer is allowed to say no.

The way you receive your salary in the country is about to become more flexible. Previously, salaries had to be in Czech crowns. Now, workers with ties abroad can be paid in major foreign currencies like euros—ideal for expats managing cross-border expenses or supporting family in other countries.

When it comes to funerals, the law previously allowed "essential time off," but not full days. Now, you get full-day leave and up to five more unpaid days for immediate family losses—an empathetic shift for expats dealing with bereavement.

If someone gets married and takes two days off, they’ll now get paid for the day of the wedding. Additionally, parents can take one paid day off for their child’s wedding, and children can take one unpaid day off for their parents’ wedding. A separate bill from January 2025 gave same-sex partners (those in a civil partnership) two unpaid days off for a ceremony.

Now, the law specifies that both directions count when accompanying family members (like children or a dependent person) to essential appointments or visits (such as to the doctor or for a school open day). Before, you could only get time off for going there—rather than the journey back.

Previously, the notice period began on the first day of the following month. Now it starts right when the notice is delivered—giving workers more control when they resign and helping speed up transitions, like starting a new job or planning a move.

Before, only a half-day per week was allowed when searching for a new job. Now, foreign workers leaving jobs (for most reasons) can take up to four full paid days off to look for new jobs, even if the notice period is less than two months.

Now, teens aged 14 and older can work light and flexible summer jobs—even before finishing school—letting foreign families support their kids’ independence and integration. Previously, under-15s needed to complete compulsory education first.